A CRITICAL CASE ANALYSIS OF THE EFFECTS OF MOTIVATIONAL FACTORS ON PUBLIC SECTOR EMPLOYEE PERFORMANCE IN GOVERNMENT LEARNING AND DEVELOPMENT FACILITIES DURING THE COVID-19 PANDEMIC: A STUDY OF THE FINANCIAL EDUCATION AND TRAINING AGENCY IN INDONESIA

• Main Author: Fath Kathin, Muhammad
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/71646
• Institution: Institut Teknologi Bandung

Good work quality in an organisation can be optimal if employees' performance supports it. It is necessary to have things that encourage employees to improve the quality of their performance, one of which is work motivation. The decline in employee performance is suspected by the decrease in the employee's motivation level. Intrinsic motivation refers to the motivation that comes from within an individual, such as the desire to learn or to achieve personal goals. It is driven by an individual's own interests and curiosity, and is not necessarily tied to external rewards or incentives. Extrinsic motivation, on the other hand, refers to the motivation that comes from external factors, such as rewards, punishments, or external pressures. This type of motivation may come from external sources, such as a desire to please others or to avoid negative consequences. Both intrinsic and extrinsic motivation can impact an individual's work performance. Research has shown that intrinsic motivation is generally more effective in promoting long-term success and satisfaction with work, as it is self-sustaining and not dependent on external rewards. However, extrinsic motivation can also be effective in certain situations, such as when an individual is struggling to find their intrinsic motivation or when external rewards are needed to meet specific goals. Overall, it is important for individuals to find a balance between intrinsic and extrinsic motivation in order to maximize their work performance and satisfaction with their work. On the other hand, the COVID-19 pandemic has had a significant impact on job performance for many people around the world. One of the major challenges has been the shift to remote work for many employees, which can be difficult for some people who may not have the necessary resources or support to work effectively from home. Additionally, the pandemic has caused disruptions to many businesses and industries, leading to job losses and financial insecurity for many people. This can also impact job performance, as people may be struggling with stress, anxiety, and other mental health issues related to the pandemic and its economic consequences. Another factor that may impact job performance during the pandemic is the need to balance work with caring for children or other family members who are unable to attend school or childcare due to pandemic-related closures. This can be particularly challenging for people who are also trying to work from home. The COVID-19 pandemic has created a number of challenges for people in terms of job performance, and it is important for employers to be understanding and supportive of their employees during this difficult time. This study aims to critically analyse the motivational factors which affect employee perspectives on their performance at the government-managed Financial Education and Training Agency facility in Indonesia during the COVID-19 pandemic from 2020 - 2022. The research design used is quantitative research. The data were obtained by using a questionnaire distributed to the sample used as the object of research, employees of the Finance Education and Training Agency (FETA) of the Republic of Indonesia. The data were then processed and analysed with the SPSS programme. The analysis technique used is simple descriptive analysis and multiple regression analysis. At the same time, the parameters used are employee motivation and performance based on respondents' perceptions with sampling techniques carried out in random sampling. Based on the analysis results, both partially and simultaneously, intrinsic and extrinsic motivation are significantly and positively related to employee performance during the pandemic.